FROM BOB ’S DESK
I am pleased to announce several new and exciting additions to T&OD’s services that we are currently developing and implementing, beyond those mentioned in previous newsletters.
Website Redesign: We are currently working with HRIT to redesign the HR and T&OD websites. We will soon be working with the other HR groupsat 655 Serra to redesign their websites as well.
Podcast Production: Watch for our regularly scheduled podcasts beginning early in 2007. They will provide 24/7 access to training and information of interest to managers, supervisors, and staff. Webex Update: As of October 25 three online Open Enrollment meetings have been conducted and six larger online meetings are planned in Digital Communication Course Series: To support the use of digital communication tools such as podcasts and virtual meeting technology we will be offering a series of new courses beginning January 2007 on topics such as Using iTunes and iPods, Producing Podcasts, classes to help staff get started using Webex to conduct meetings and deliver training online, and an additional module for campus IT providers on the use of Webex to remotely troubleshoot computer problems. Improvements to New Employee Orientation: In response to feedback form new employees and their supervisors, we are working with Benefits, EOS, and others to enhance Stanford 101. In the near future we will be seeking HRMs to serve on a taskforce for project guidance and input. Career Counselor Network Pilot: Part of the COMPASS program, this pilot is being evaluated for continuation past its November 30 end date. Learn more about the CCN program. Bob Colmenares
HR Managers
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Jennifer knits – everything from baby booties to men’s sweaters. I’ve known her for over 12 years, but never knew she was a knitter. This was just one of the tidbits I learned about Jennifer when I met with her for this article.
I knew that she was a passionate animal lover, and that she had volunteered for Pets in Need. She adopted her beloved dog Sophie through this rescue group. Sophie is one of four pets at Jennifer’s home. Cats Jaycee, Josh and Cassie complete the pet list.
Jennifer is the Director of Human Resources for the School of Humanities and Sciences. She joined Stanford in January 2004 after a long career in retail. Her career began as a salesperson for Bullock’s in Southern California. (Yes, some of us will remember that name!) From Bullock’s, she moved to The Broadway as a department manager. She was working toward becoming a store manager when she went on a recruitment trip with the vice president of recruiting. At that moment, Jennifer knew that the human resources part of the business was the right fit for her.
The vice president of recruiting, who became an important mentor, hired her to recruit store managers. Eventually she moved to the merchant side of the business and had recruiting and generalist responsibilities. She experienced the very difficult process of going in and out of Chapter 11 while at The Broadway, and eventually elected to move to a job Mervyn’s.
While at Mervyn’s, she managed a team of human resources managers and recruiters to support the merchant side of the business. This was a big move as she relocated to Northern California for this job. She grew up in Southern California and her family remained there.
Well, all but one. Jennifer’s sister Shelly decided to make the move to Northern California the same month that Jennifer got the job at Stanford. Shelly initially worked at UCSF, and then was hired as a veterinary technician at Stanford’s School of Medicine.
In addition to knitting, Jennifer has found the world of digital photography. She just finished her first slide show with music of her great niece.
Jennifer takes the time to enjoy the campus and finds it inspiring to work here. She laughs when she describes that sometimes at Stanford you get to take the scenic route in the decision making process, and that you have to enjoy that process. She finds the faculty fascinating. She says that working at Stanford is so different than her previous corporate life, but so much the same in that you are still working with people. She likes when there is sharing of best practices among the HR teams.
Ann Allison-Marsh
HRM, Employee & Organization Services
Last February, President Hennessey and Provost Etchemendy announced that the University would shut down to the fullest extent possible following the close of business on Tuesday, December 19, 2006, and reopening with the start of business on Tuesday, January 2, 2007. See original memo for details.
Three designated University holidays fall during this period – Monday, December 25, 2006, Tuesday, December 26, 2006, and Monday, January 1, 2007. The University has also authorized one additional day off with pay during this period for regular employees in departments observing the shut down. This will leave five days on which employees will need to use accrued vacation time or PTO to remain in paid status or to take unpaid days off.
Important note: The choice of day is left to the individual departments. For HRMs with bargaining unit employees, you will be notified once an agreement is reached with the union regarding the additional day.
To avoid unpaid days off during the final days of December, employees will be allowed to borrow against January 2007 vacation accruals and the three PTO days for 2007. This combination should allow most employees to remain in paid status throughout the winter shut down period.
Encourage employees in your area to plan ahead. The holidays are often a time when extra expenses accumulate. The first pay day after the holidays is not one most employees will want to have “short.” Plan ahead to use accrued vacation time and available PTO wisely.
Keith I. Smith
Employee & Labor Relations
If your birthday is in November, please join us for the November Birthday Celebration. All HR staff is invited for cake and a chance to network with colleagues. From 3:30 to 4:30 in Magnolia Conference Room, 655 Serra on Tuesday, November 14.
Julia Wyman, HRM for Controller's Office and Internal Audit. Julia is located at 655 Serra in Sara Sperling's former office.
Sara Sperling is now located down the hall from payroll in Lori Berger's old office.
Carmen Jacinto, Strategic Recruitment Programs Manager, Employment
Alicia Valadez, Educational Programs Associate, HR Operations
Is your name missing? Let us know when you joined the HR staff, your title and department.
To find current Human Resources positions available throughout the organization, click here.
Benefit Fairs and Flu ShotsNovember 7 and 8 at TresidderNovember 9 at Fairchild AuditoriumNovember 10 at SLAC |
According to Ann Allison-Marsh, HRM Employee & Organization Services, facilitated conversations have been, “a great way to resolve problems before they escalate and further disrupt the work environment. I’ve always found Rosan and her staff caring, helpful and only a phone call away.” Facilitated Conversations and other types of counseling are free to faculty, staff and their dependents. The Help Center provides up to 10 sessions to help resolve each issue. |
Compensation’s Mission StatementCompensation supports the University mission of leadership in teaching, learning, and research by providing competitive salary program recommendations that reward staff and foster a fair and productive work environment where people feel valued, and attract, develop, and retain a diverse and talented workforce. Compensation develops comprehensive guidelines to administer the salary program process throughout the University. Compensation provides value-added consultative services to Human Resources managers and department managers for implementing the annual salary program, ongoing salary administration and compliance with state and federal laws and regulations to ensure that staff is appropriately classified. |
Human Resources MissionHuman Resources at Stanford supports the University’s mission of excellence in teaching and research through strategic, innovative and flexible policies, practices, programs and services that: -Are fair, ethical and legally compliant, -Foster a productive work environment where people feel valued, -Attract, develop, reward and retain a diverse and talented workforce, and -Are efficient, cost-effective and add value. |
The HR Newsletter team is always looking for information and news appropriate for this newsletter. We want to hear from the various areas of HR about things of interest to the HR community. Have something to share? Follow these guidelines.
Information that hasn’t been published elsewhere. Or if published, a short reminder and the link to the information.
-New hires, transfers and promotions in your group.
-Upcoming HR programs or events.
-Awards received or special accomplishments.
-Process improvement tips, ideas or experiences.
1. Write your article.
2. Keep the article short and to the point – three paragraphs or less is best.
3. Submit your article to
4. Submit no later than the third Monday of the month for the following month’s edition.
ART DIRECTION AND EDITING :: Robbie DeBastiani and Jackie Buttice
WEB PRODUCTION: Jackie Buttice
Management and Leadership Development: T&OD is continuing to develop a training curriculum for managers. A leadership course will be a part of this curriculum and 3 have just recently been piloted: Situational Leadership II, Leadership Challenge, and Facilitative Leadership. The purpose of the pilot was to evaluate and select the program which is the best fit for Stanford managers. In early 2007, additional courses will be identified and included in a recommended sequence. A separate leadership development experience is being designed to address the needs of top level leaders. 
Multimedia Presentations: 
collaboration with the Benefits group and T&OD.
“Preparing for the Future” was the theme of the October 4 HRM conference. The day was filled with informative and interesting speakers about HR now and trends for the future.
Topics covered during the day included: Recruiting Creatively, presented by Sandy Mazur of Spherion; Technology for HR’s Future, presented by Bob Colmenares and Cristen Shinbashi; Communicating with Influence, presented by David Demarest, Vice President for Public Affairs; Managing through Significant Change, presented by Carol Gelatt of Gelatt Partners; Developing Others and Managing Talent, Keith Copeland; and Leadership as a Team Sport, Tara VanDerveer, Head Coach, Stanford Women’s Basketball team.
With a speaker list like this, there was a lot of information to help HRMs today and in the future. While there was something to learn from every speaker, the non-HR speakers – Demarest and VanDerveer – provided additional insight into success as it relates to communications and teamwork. Both perspectives were unique and thought-provoking.
Are you taking advantage of your 
A Mission Statement from Compensation